New Parents, New Rights: What’s Changing in 2026?

 

From April 2026, a significant change to UK employment law will come into force: employees will gain the right to take paternity leave and unpaid parental leave from day one of employment. 

 

This reform, introduced under the Employment Rights Act 2023, marks an important step forward in strengthening family-friendly workplace policies and modernising employee rights. 

 

But what does this mean in practice, and how should businesses prepare? 

 

 

Currently, employees must complete a qualifying period of continuous service before they are eligible for certain family-related leave. 

 

From April 2026: 

 

 

 

This means eligible employees will no longer need to work for their employer for a minimum period before being entitled to take this leave. 

 

While statutory pay rules may still require eligibility criteria to be met, the removal of service requirements for the leave itself represents a meaningful shift. 

 

 

 

Paternity leave allows eligible employees to take up to two weeks off following the birth or adoption of a child to support their partner and bond with their baby. 

 

By making this a day-one right, the government aims to remove barriers for employees who may have recently changed jobs but still need time to support their family. 

 

 

Unpaid parental leave enables parents to take time off to care for their child’s welfare. This may include: 

 

 

 

 

 

Although unpaid, this leave provides valuable flexibility. Making it available from day one offers greater security for parents starting new roles. 

 

 

 

Employees will feel more confident changing roles without worrying about losing access to key family rights. This may increase movement within the job market. 

 

 

Employers will need to ensure contracts, handbooks, and HR policies reflect the new rules. Payroll systems must also be aligned with statutory entitlements. 

 

 

Line managers will need clear guidance on handling requests appropriately and consistently. Businesses that embrace these changes proactively will strengthen their employer brand and employee trust. 

 

 

Navigating employment law changes can feel overwhelming, particularly for SMEs without in-house HR or legal teams. 

 

JSB Accountants can support businesses by: 

 

 

 

 

 

 

Preparing early reduces risk and ensures your business remains compliant while continuing to operate smoothly. 

 

 

Although the changes do not take effect until April 2026, forward planning is essential. Employers should: 

 

 

 

 

 

 

Taking action now will help avoid disruption later. 

 

 

The introduction of day-one rights for paternity and unpaid parental leave represents a progressive shift in UK employment protections. For employees, it provides reassurance and flexibility. For employers, it reinforces the need for robust systems and forward-thinking workforce planning. 

 

With the right preparation, and the right professional support, businesses can navigate these changes confidently. 

 

If you would like tailored advice on how these reforms may affect your organisation, JSB Accountants are ready to help.